Monthly Archives: April 2012

In recent research it has been found that there are an increasing number of businesses within the UK who are actively pressing ahead with their diversity agenda making this a boardroom priority point.

Businesses are becoming more aware that a “one sized” hiring method does not necessarily fit all organisations and changes are being made to move away from this. This demonstrates the working environment in which we work is changing around us and for the better.

Interestingly, figures have shown that companies promoting and working towards improved diversity policies are pushing ahead within their sectors.

Some of the City’s biggest employers are reflecting their diversity through a range of initiatives. Apart from flexible working, equal pay and women securing senior positions, one company, BNY Mellon ensures that every employee has diversity and inclusion goals in their annual performance plan. They believe this is an integral part of the business strategy.

Flexible working is a popular initiative for large firms to offer to everyone. This is just one key initiative implemented by Berwin Leighton Paisner, an international Law firm who now sets bands and medians for every staff level. Payments to all staff are audited as part of their annual salary review. They promote transparency by offering gender split results of all staff group and take the responsibility to include women partners on all key committees.

Theses are just some of the new and positive steps global firms are taking in demonstrating and promoting gender diversity.

A leading global consultancy believes that even if it costs more to hire women, it will actually pay dividends in the long run. The executive chairman, Christine Hodgson of CapGemini UK says “The cost of offering flexible working, generous maternity leave and other benefits to encourage women to stay on is easily covered by the savings made by not having to recruit and train new staff who leave. She emphasises the importance of retaining women with experience and knowledge of their business rather than erode this and incur additional recruitment costs to replacement them if they decide to leave. To minimise turnover of staff is crucial.

These are just some of the actions that companies are taking responsibility for. There is a long way to go for participating businesses and not including the companies who are even yet to consider a diverse policy. An environment with a diverse policy is important but what is even more effective is a company who encourages their workforce as individuals to take that responsibility.